Although the subject of diversity, equity, and inclusion (DEI) has become controversial and politicized in recent months, what is not disputed is the diversity of healthcare workers and racial concordance between patients and their providers have a profound impact on patient outcomes.
Responding to this impact, many healthcare organizations continue to take steps to embed DEI more into their organizational framework, and one of those is the Hematology/Oncology Pharmacy Association (HOPA), a key organization in the oncology pharmacy community, which recently outlined the steps they have taken in this publication’s sister publication, Journal of Hematology Oncology Pharmacy.1
Research has shown that when patients receive care from providers who share similar racial or ethnic backgrounds, their health outcomes tend to improve.2 In addition to enhancing patient care, diversity within the healthcare workforce can foster career advancement and professional networking opportunities. However, despite the acknowledged benefits of diversity, minoritized groups have historically faced barriers to leadership and engagement in healthcare organizations. Factors such as lack of mentorship, representation, and inclusion contribute to lower engagement levels among Black, Hispanic, and other marginalized groups in the healthcare workforce.3,4
This challenge is particularly evident in oncology, where Black Americans represent only 3% of oncologists, despite making up 13.4% of the US population.5 Similarly, a recent survey in academic emergency medicine found that women and racially/ethnically minoritized groups were less likely to hold leadership positions or attain higher academic ranks compared with their male or more racially represented counterparts. These disparities in representation and engagement underscore the need for targeted interventions to foster diversity and equity within healthcare organizations, including those focused on oncology, HOPA officials wrote in their paper, which was published just ahead of the recently-held Hematology/Oncology Pharmacy Association 2025 Annual Conference.
In the paper, which was submitted to the journal in 2024 noted that HOPA has a membership base of more than 3800 oncology pharmacy professionals, and acknowledged the importance of addressing disparities within its own organization.
The authors noted that HOPA’s core values of leadership, collaboration, integrity, responsiveness, innovation, and caring serve as the foundation for its efforts to advance DEI in the oncology pharmacy field. Following calls from within HOPA’s own organization, as well as world events like the health disparities exposed by the COVID-19 pandemic, the association worked with a consulting agency to conduct a membership survey focused on DEI. The survey results, along with feedback from the membership, helped shape the creation of the inaugural HOPA DEI Task Force.
Task Force
In its efforts to advance DEI, HOPA established the DEI Task Force to address the concerns raised by its members and guide the organization in creating meaningful, lasting change. The DEI Task Force was elevated to an executive-level group, reporting directly to the Board of Directors, and was supported by the President of HOPA, who served as the Board Liaison for the Task Force.
The composition of the DEI Task Force was intentionally diverse, and members were selected based on their professional backgrounds, clinical practice settings, race/ethnicity, gender identity, and level of professional experience. Pharmacy students and residents were also included to provide valuable perspectives from trainees. This diverse group engaged in a collaborative process to identify key priorities and opportunities for HOPA to improve DEI within the organization.
Developing a Strategic Approach
The Task Force’s first step was to draft a mission statement that would guide the organization’s DEI initiatives and was aligned with HOPA’s core pillars of professional practice, education, research, and advocacy, ensuring that DEI work would be integrated into every aspect of the organization’s mission.
One of the challenges the Task Force faced, according to the paper, was ensuring that the proposed initiatives were actionable and impactful. To prioritize the recommendations, the group used an Effort/Impact matrix to assess the feasibility of each proposal. The matrix allowed the Task Force to focus on initiatives that offered high impact with moderate to low effort, laying the groundwork for larger, more ambitious projects in the future.
Taking Action
The DEI Task Force’s work culminated in a set of recommendations that were presented to the Board of Directors for approval. Some of the key initiatives included:
- Demographic Data Collection: To better understand representation within HOPA’s membership and leadership, the organization began collecting demographic data, enabling targeted efforts to address underrepresentation.
- Partnerships for Racial and Ethnic Representation: HOPA formed a partnership with PharmGradWishlist to offer scholarships to improve the racial and ethnic diversity of pharmacy trainees attending HOPA’s annual conference. This initiative amplifies diverse voices at HOPA’s events and helps ensure that future leaders in the oncology pharmacy community are representative of the populations they serve.
- Education and Programming: The Task Force launched dedicated DEI programming at HOPA’s annual meetings, offering educational sessions focused on DEI issues in oncology pharmacy.
- Resources: A dedicated landing page on the HOPA website was created to house DEI resources, making it easier for members to access information and tools related to diversity and inclusion.
Transitioning from Task Force to Committee
The work of the DEI Task Force led to significant structural changes within HOPA. In recognition of the ongoing nature of DEI work, the Task Force was transitioned into a formal committee, and then an advisory board, that would continue to implement and evaluate DEI initiatives. The committee’s role is to advise the Board of Directors on DEI priorities, ensuring that these principles are embedded across the organization’s various committees and working groups.
In 2024, as part of a broader organizational restructuring, HOPA incorporated diversity and inclusion as core values in its new strategic plan. This reinforced the organization’s commitment to DEI as a guiding principle across all initiatives. The DEI committee’s work continues to evolve, with a focus on long-term impact and sustainability.
The Road Ahead
While HOPA has made significant strides in promoting DEI, the organization acknowledges that there is still much work to be done, and that there is now an ongoing need for clarity on these policies. In a statement issued on February 6, 2025, to its members, HOPA wrote: “HOPA remains committed to fostering belonging within oncology pharmacy. We celebrate and support all pharmacy professionals dedicated to advancing cancer care and believe every person—regardless of background, identity, or circumstances—deserves access to the highest quality treatment.
Broad and varying perspectives and experiences strengthen our profession and enhance patient outcomes. By nurturing an inclusive environment, HOPA continues to advocate for equitable access to expert oncology pharmacy services for all.
Our commitment to this remains unwavering...HOPA will continue to monitor policy changes and regulations closely, with the goal of ensuring we support our members and the patients you serve to the best of our abilities.”6
References
- Alexander MD, Buie LW, Rao KV, et al. Pursuing equity: a strategic approach to improving diversity, equity, and inclusion as an organizational priority for the Hematology/Oncology Pharmacy Association. J Hematol Oncol Pharm. 2025;17:epub ahead of print.
- Allen JM, Abdul-Mutakabbir JC, Campbell HE, Butler LM. Ten recommendations to increase Black representation within pharmacy organization leadership. Am J Health Syst Pharm. 2021;78:896-902.
- Campbell HE, Hagan AM, Gaither CA. Addressing the need for ethnic and racial diversity in the pipeline for pharmacy faculty. Am J Pharm Educ. 2021;85:8586.
- 2021 Snapshot: State of the Oncology Workforce in America. JCO Oncol Pract. 2021;17:249.
- Winkfield KM, Levit LA, Tibbits M, et al. Addressing equity, diversity, and inclusion of Black physicians in the oncology workforce. JCO Oncol Pract. 2021;17:224-226.
- HOPA. We remain committed to the oncology pharmacy community and all cancer patients. February 6, 2025. Accessed February 26, 2025. www.hoparx.org/latest-news/message-to-members-during-unprecedented-times/
